As we start our journey along Varadkar’s step-by-step ease of lockdown, the true economic impact of the Covid-19 is beginning to make its mark. With catastrophic job losses, a possible 25% unemployment rate, a €30 billion deficit and a severe economic downturn are forecast, you can be forgiven to worry about your business, its future and the impact on your colleagues.

As Satayana once famously quipped, “Those who cannot remember the past are condemned to repeat it”. Ireland has had its fair share of financial heartache amidst the crash of 2008. And while this left chaos in its wake, it is not too late to get your business prepared for the eventual short and long-term impact that this global pandemic will ultimately have on your business.

It’s time to focus on the top HR tips that you can follow in the fight against another recession:

Get On Top Of Your Employee Contracts
Your legal responsibilities to your employees during a recession are paramount. While it does not do well to dwell on the possible negative consequences of a recession to your business, it is inevitable that many employers will have to face the challenge of laying off workers or providing redundancy packages.

In order to get this right, for the benefit of both your employees and business, it is crucial that all your employee contracts are up to date to fit within the current context.

It is safe to say that most contracts may not mention specifically anything to do with a global pandemic. However, you must spend the time ensuring that your employee contracts can fit in within this context. This will help provide clarification to your employees on their rights during this period, what they will or will not be entitled to, and how any lay-off or redundancy process may take place.

HR As PR
Depending on the size of your business, this statement ring true for your management team rather than a separate HR department. Your HR team is often the face of your company to your employees during a recession, especially when lay-offs or redundancies are inevitable.

Having great communication between the company and its employees is the best internal PR. Utilise your HR team to communicate all actions that your company may be making during a recession with your workforce.

By keeping all employees well inside the loop, they will be more likely to maintain loyalty towards your company, growing a greater understanding of any sacrifices you may have to make to ensure your business survives a recession. Instilling great communication between these parties will also reassure employees, reduce anxiety of the unknown, and provide clarity to the situation.

Identify & Ask
You’ve built a business up, often from scratch. With no doubt countless years of hard work, you are proud of what you have created and grown. In the wake of coronavirus, many Irish businesses will fear the challenge of yet another recession, anxious to see if it can survive.

During this uncertain time, it is crucial that you identify any external assistance opportunities that will aid your business as Ireland prepares to rebuild post-Lockdown. Whether this is from the government, your bank for business, or industry bodies relevant for your sector – help is there.

Take the time now to identify what you are eligible for and utilise these opportunities; the Irish Government has provided a list of priorities for your business and where you can find eligible aid. They will help you to fight a recession post-Lockdown, ensure your business can remain successful for the future and provide some job security for your workforce as we move through 2020 and beyond.

If you have a specific HR enquiry or require HR support, please get in touch.

While many companies, suffering from financial strain, have put on hold their recruitment, others need to fill positions, both now through the lifting of lockdown. A quick search on Indeed Ireland found over 17,000 jobs currently being advertised – the world hasn’t stopped turning. Life goes on.

Luckily, technology is on our side. With modern video communication tools, online tests & virtual recruitment tools available, this article will focus on how best to support your HR team during lockdown and how to ensure you do not miss out on talent that you will need to elevate your business long after lockdown finishes.
 
Why Should You Still Recruit?
While much of the media rhetoric has focused on the job losses and the struggles of small and large businesses up and down the country during this pandemic, your business may still need to fill positions. Whether you’re in need of the latest software developers, or you’re a restaurant-turned-food-retail-enterprise, fighting to survive, there are a multitude of reasons why you might be looking for talent.

But how can you onboard new staff when you exist in a world two metres apart, fretting over whether a journey is truly ‘essential’?
 
Video Is Calling...
We’re are all now too familiar with those peculiar jingles of a video call. Zoom, Teams, Skype, Facebook, WhatsApp... the list goes on and on. It’s time to grab this technology and maximise its use. Get your best interview questions ready and get the video interviews organised.

Yes, it might be a bit different than what your HR office is used to; no hand shaking judgements, office introductions. But during these unprecedented times, your new recruit will have to begin their working life with your company from the comfort of their own home, with their own device and communicating through video.

Holding interviews via video shouldn’t be much different to the real, in-person thing. While you may be worried that you could misjudge a person’s character by just a phone call, video provides the opportunity to correctly judge someone’s personality, monitor their body language and eye contact, and get a better grasp of their experience.
 
Online Testing
Depending on the advertised role, one or several video calls may suffice during your Covid-19 onboarding process. However, if you want some extra reassurance, you could investigate implementing some form of an online test. From sophisticated question and answers tests that have been pushed in the online application processes of large supermarket chains such as Lidl or Tesco, through to simple long-form answer forms where you can get an initial feel for the candidate, this will help your HR team to differentiate who you should take the time to video call and consider for the role, and those who may not be fit for the position.

Schools & universities have been quickly forced to implement online exam testing for students. Just like this, your business should consider online testing tools that could help you to identify the right recruits and aid your business during a post-lockdown period for your organisation.
 
Found the Recruit? Time to Onboard
You’ve successfully held the application process, video calls and online tests. Lockdown may have eased by this point, but most likely it will still not be safe to onboard this new colleague in the office. Time to onboard from home.

Ensure you have a structured plan in place. It is always a stressful process beginning a new job with colleagues you do not know and possibly new skills to learn. While your new staff member might have to worry about the morning commute, it is still crucial that you as a business can best support them during the lockdown.
Organise video calls with the people or teams that they will be working with; your colleagues should know they have gained a new staff member and be encouraged to help train them. Why not organised an evening Zoom quiz to help your new colleague get to know the others better?

Having an effective online onboarding plan in place will ensure your new recruit feels valued by their new workplace and has equal opportunities for training and development that they normally would have access to pre-coronavirus. They will feel much more comfortable when the time comes for lockdown to ease and a return to some form of previous working practices.
 
 
 
 

​A few months back, I introduced a topic that is ‘hot’ in the current HR dialogue: the need to futureproof your workforce for the digital age, and in particular, the need to upskill staff.

Over the coming weeks, we’ll be diving deep into upskilling for the future, the barriers businesses currently face, and what Ireland’s organisations, large and small, need to be focusing on in the short and long term if they are to succeed in the future digital age.
 
Digital Transformation: What Exactly Is It?

One of those phrases that sounds informative yet says very little, it can be easily summed up as a process of digitising all methods and applications for working within a business. From placing all systems onto a cloud, to swapping out the monitors for laptops which enables remote working, and everything in between.

While it can be said that many businesses throughout Ireland have certainly started on a path of Digital Transformation, by no means has this been successful. Rather, the very thing that it is meant to be helping is the same thing hindering its success – people.
 
People – The Failure of Digital Transformation

Technology, no matter what it is, can only be as good, as helpful, as effective, as the people using it. In 2020, Ireland’s workforce is bigger in demographics than ever before, with more generations than ever before working alongside each other. With different age comes different experiences, different abilities and different attitudes to this ever growing digital revolution in Ireland’s workplaces.

Many Irish businesses have plugged their resources into providing the latest technology to their workforce in an attempt to keep them engaged and to keep the organisation ahead of competitors. But what is the use of this tech if no one knows how exactly how to use it? Have any businesses actually asked their workers if they are comfortable with this introduction?

Failure to consult workers has most likely resulted in poor attitudes towards this technological drive, regardless of age. Instead of making jobs easier and work more efficient, the view in your organisation may incline towards technology as a hindrance and as a threat to work as we know it.
 
But What Can You Do to Reverse These Attitudes?
As the saying goes, often it can be a case of ‘What is done is done’. By introducing a rapid flurry of new technology without instruction or explanation, your workforce may feel that their jobs are at risk or may feel overwhelmed by the pressure of ensuring that they can use this tech efficiently. Not only could this impact your talent retention or workforce morale, but it puts your business at high risk of a cyber security breach. What if something that is meant to be secured within a cloud is shared to the public by a staff member? Or a staff member uploads content that could harm your hardware?

Do not threat – get your Digital Transformation on course for success and avoiding failure via human error with these simple steps:

• Communicate from The Inside Out

In an increasing competitive market, much of your budget and your time could often to be allocated to your external communications; PR, marketing & advertising.

But internal communications should come first – your staff should come first. Futureproofing your workforce can only be successful if you communicate all changes with said workforce appropriately. Whether this is through simple explanation via email, group workshops or 1-to-1's, however appropriate, elevate your HR team and communicate with all staff at all levels, and at all points of your Digital Transformation.

This will help to reduce staff fears and improve attitudes to technological change. Thorough explanation will provide context to staff and help to increase understanding, keeping staff onside and morale high.

• Show Some TLC – Train, Learn, Commit

​Staff should come first – any HR team would push this message. But don’t beat around the bush – put this attitude into action with a bit of TLC.

If you introduce a new programme, a new method or working or new equipment – train your staff! A futureproofed workforce will only gain success if they know what they are doing and why. Provide in depth training to ensure all workers can use new technology efficiently. This will highlight your commitment to their learning and development and guarantee that this new technology is used correctly for its intended purposes – to develop your business, improve efficiency, increase productivity and provide staff, not machines, new opportunities.

• Give A Little, Get A Lot

​It is not enough to just provide initial training or communicating briefly at the beginning of this Digital Transformation. It is much more a case of ‘giving a little and getting a lot’.

Ensure you have the necessary resources in terms of money, time and staffing to ensure that all workers are constantly refreshed on any new programmes, applications or wider technology within the workplace.

Host regular workshops to facilitate staff discussion on the effectiveness of new tech developments – this gives you an opportunity to get real feedback from the foundations upwards on what digital solutions are working and what is not. This will also give management and HR the opportunity to assess whether your people are using technology appropriately and whether there is any risk of more ‘human error’ occurring.

By consistently giving a little, onboarding your workers into a digitised, futureproofed organisation will and give a lot in the long term.

Faced with an array of HR challenges, it can be easy for businesses to focus on areas other than senior leadership when seeking the source of an issue.
Absentee leaders have been highlighted as a detriment to a workforce, with employees criticising this type of leadership more so than other forms of poor management.
This article focuses on the impact that absentee leadership can have on an organisation, and how companies should avoid it.

What is an Absentee Leader?
In short, an absentee leader is in the office in body but not in mind or spirit.

A recent Forbes article described absentee leadership as ‘emotional disengagement’ with their role and purpose.
While this ‘leader’ may be present, their lack of guidance or advice to staff as a mentor and management figure can make a lasting impact on their team and company.

While troublesome staff members are often guilty of disciplinary-worthy actions, absentee leaders can often become detrimental for an organisation on a long-term basis.

Whether it’s frequently cancelled meetings, multiple unanswered emails or little to no feedback, a leader who maintains an absent attitude to their role, their staff and their organisation can leave a lasting impact.

How can Absentee Leaders Impact their Staff?
Just as absentee leaders project a poor attitude, fellow staff can become demotivated towards their work or their role within an organisation. By not receiving appropriate feedback, staff may struggle to imagine a future within an organisation.

Not only can their own staff become impacted, but fellow senior leaders may be forced to pick up an absentee leader’s workload. Other managers who may also be causing trouble in more obvious ways will be focused upon, allowing absentee leaders to continue their poor management, leading to consequences for an organisations in the future.

What about Organisational Impact?
Poor management from an absentee leader may take some time to impact an organisation, but the consequences can be bad news for any company.

With demotivated staff comes an unproductive organisation. The Workforce View in Europe 2018 found that absentee leaders were one of the worst causes of unproductivity for organisations.

As staff become disenchanted with an organisation and how it is managed, many may consider or follow through leaving. Not only will this result in a loss of talent, but a company could face significant skill shortages.

An organisation’s performance will also inevitably suffer. While some managers face criticism for ‘micromanaging’, absentee leaders can lead to a toxic reduction in an organisation and its standing with its publics.

How can Absentee Leaders ruin your Organisation?
Hogan Assessments CEO Scott Gregory has shed light on the top five ways that an absentee leader can affect, or even ruin an organisation.
With a simple infographic, the consequences of failing to deal with absentee leaderships are plain to see.

​If an absentee leader fails to ensure staff are certain of their role and purpose, this will affect organisational productivity in the near future. By failing to provide feedback, absentee leaders can cause uncertainty for staff on their own performance, and their responsibilities within their own roles.

Other ways in which an organisation may be ruined by absentee leadership is increased employee dissatisfaction and staff turnover. A lack of feedback or understanding can lead to demotivation. In turn, staff will seek career fulfilment elsewhere, affecting an organisation’s ability to retain talent and superior performance over competitors.
Absentee leaders can cause further stress for staff. As job dissatisfaction rises, staff burnout can become inevitable, affecting staff health as they tackle increasing workloads as a result of frequent staff turnover. 

What should you do about it?
Absentee leaders are clearly toxic for any organisation and its staff. If their own leadership is not engaged and ready to serve their purpose, other staff will become demotivated and follow suit. As job dissatisfaction increases, staff turnover will follow, leading to skills shortages and performance reduction.

Organisations should protect their own reputation amongst both internal and external publics. If an absentee leader is identified, an organisation should strive to understand why they disengaged in the first place and work to motivate this person towards their role and purpose with an organisation.

By taking a top down approach to this HR issue, organisations can ensure their success continues, and that all staff are certain and motivated towards their roles.

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Today’s employers are becoming increasingly aware of the importance of employee morale to their company. Instead of ignoring issues with team members, they are implementing ways to enhance overall employee satisfaction. One of most popular tactics is promoting creativity in the workplace. Here are some ways to use creativity, amongst other methods, to ensure your team members are in it for the long run.  
​
Encourage collaboration
As a leader you should always be looking for ways to increase communication in your company. Frequent interaction will give employees a chance to get to know each other, resulting in a positive working environment. Importantly, greater collaboration translates directly into greater creativity and better problem solving thanks to the multitude of ideas and perspectives available.
 
Give workers a voice
Most workers lose satisfaction because they are made to feel unimportant or their voices can get drowned by other more extrovert personalities. Some of your employees will have ideas they don’t feel confident enough to share. Encouraging them will bring those ideas to the surface and some of them may be revolutionary to your company. One of the main reasons for lack of creativity is because it isn’t heard, so listen up.
 
Organise work stations so that your team are in close proximity, allowing them to converse. Creating a party for each employee on their birthday or milestone in their life such as an anniversary or engagement celebrations will be appreciated by your workforce. Don’t forget to arrange out of office events, including after work drinks, networking events or volunteering programmes.
 
Promote health and wellbeing
Bad health will negatively affect your workers motivation, denting your company culture. Start by educating employees on the importance of maintaining good health, provide books or organise talks.
 
Ensure your office is fully equipped with a fully running kitchen, have a microwave and fridge so that workers can bring in ready prepared lunches. Add a touch of creativity by organising health company competitions, for example have employees aim to lose a certain amount of weight and whoever loses the most wins a prize.
 
Don’t only focus on physical health, highlight the importance of mental health as well. Organise a weekly company counsellor to employees that may be highly stressed either in their work or personal life. Offer a discount for the local gym, exercise releases endorphins that helps both physically and mentally. This is important, a healthy employee equals a healthy working environment.  
 
Offer Flexitime
Flexible working hours and working from home options will accommodate all workers who each have different situations. Allowing a flexible schedule will increase overall productivity and gives increased job satisfaction, as it allows employees to get their work-life balance organised in a way that suits their lifestyle.
 
Allow regular breaks
Giving employees the freedom to take breaks will boost their productivity levels. Adding breaks into your work culture helps workers approach tasks in a calmer, but productive way. They can take five minutes out when feeling stressed about a looming deadline or project, which will help get their creative juices flowing again. 
 
Having a creative team is important for your company, so if you want to have a productive, motivated and insightful team of workers, follow these tips to ensure everyone is at their creative peak.

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The number of different work arrangements that are on offer to employers and employees at the moment is striking. Whether it’s to enable flexibility, cut down costs or maximise productivity, companies can choose from a wide range of work arrangements to find the most fitting and effective solution for their organisation. Equally, employees are keener than ever to work under arrangements that best suit their busy, fast-paced, daily lives.
 
In fact, one Fieldglass study on the future of work found that the average company’s workforce in 2015 was made up of merely 54% traditional, full time employees. In other words, almost half of an average organisation’s workforce consisted of employees working under non-traditional work arrangements. Of course that percentage is only set to grow in the future as the very nature of how companies are doing business continues to change.
 
This shift away from traditional work arrangements has significant implications for HR departments, and HR professionals should be well versed in how these changes impact the role of HR within your organisation. In this post, I will shed light on the different kinds of work arrangements becoming increasingly popular among companies, and more importantly look at how and why HR departments should be managing them.

First of all, what are the most common work arrangements?
  
Aside from traditional full time employment, there is a wide range of different work arrangements that HR professionals need to be prepared to deal with. These include, but are by no means limited to:
 

• Contractors/Outsourcing
• Remote Workers
• Freelance Workers
• Temp Staff
• Part Time workers
• Job Sharing

 
These varying work arrangements are changing the way in which HR professionals are operating in an organisation. In light of this, here are a few of the most important points to consider:

1. New roles, responsibilities, and job titles - take note.
 
With new work arrangements come new roles and job titles. As HR professionals are often responsible for hiring and on boarding, it is vitally important that any new or differing roles and responsibilities are fully understood and can be relayed with confidence to any prospective hires. Even HR itself has undergone a rebranding in many organisations, with some companies preferring to call the department ‘People Operations’ or even “Employee Experience.”

In addition, HR professionals can and should have a say in what kinds of work arrangements might be best for their organisation. Hiring contractors may be the best way to tackle a 6 month project, while taking on a freelance worker could be most suitable to fill a maternity leave role – whatever the situation, HR professionals are well placed to advise on work arrangement issues for the benefit of the company as a whole. This further reinforces the need to have HR professionals at a senior management level to help advise and offer suggestions on crucial structural management issues.

2. Developing your organisation’s culture just got harder.
 
With a vast array of work arrangements available to employees and employers, HR has a tougher job than ever to harness a strong, uniform company culture throughout an organisation. Tough as it is, a company culture that respects and recognises the differences in employee work arrangements across the board is vital to the smooth running of a business, and for attracting top talent. Integrating traditional and non-traditional work arrangements into one clear, strong and fair company culture is a central, albeit new, role of HR professionals nowadays – failure to do so may damage company reputation and decrease employee satisfaction.
 
3. Increase in trust needed – especially with remote workers.
 
While building trust among employees and HR professionals has always been at the forefront of HR responsibility, it is even more crucial when companies offer a mixed bag of work arrangements. For example, many companies, especially start-ups, benefit from hiring both freelance and remote workers. This arrangement calls for clear and precise delegation of tasks, a high level of communication between employee and employer (often facilitated by HR) and of course, huge amounts of trust in your employee that the work will be done, and done to a high standard. HR must focus on developing and building that trust, while also acting as an intermediary for employers and employees, wherever they may be working from.

4. Teamwork has never been more important

Finally, it goes without saying that teamwork is key when it comes to ensuring that all types of traditional and non-traditional work positions meld together effectively. Businesses may want to consider implementing cross-functional teams that can act as go-betweens for employees working under different arrangements. These cross functional teams may be included as part of the HR department or managed by HR professionals – as always, it’s about finding what works for your organisation.
 
The role of HR professionals is constantly changing – but one role that will never change is the need to keep on top of changes in industry and react accordingly, for the benefit of employers and employees alike.

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Communication – clear and concise – is undoubtedly one of the most important aspects of a business. Without the ability to interact in meaningful, precise ways with customers, consumers and companies, businesses are likely to struggle. We, as HR professionals, understand how communication shapes not only how a business runs, but also employee satisfaction and employer branding.
 
While everyone can agree on the necessity of effective communication in the workplace, the style and substance of that communication varies greatly from company to company and, indeed, department to department. Let’s cut to the chase. Put simply, there’s too much jargon used in our workplaces today and it’s having a detrimental effect on employee performance, engagement and possibly even talent acquisition. Let me explain.

What is Workplace Jargon?

‘Blue-sky thinking,’ ‘drink our own champagne,’ ‘push the envelope’ - the list of idiomatic phrases commonly used in the workplace is seemingly endless. Jargon can be found in any business and is often used when there is a need to express a goal or an aim. We have all at some stage come in contact with, or used – willingly or unwillingly - jargon in the workplace.
 
Of course, it’s not always a phrase – it can also be a single word. Synergy, for example, is a term that is often bandied about in business as a flashy way of referring to good cooperation. Just so that we are all on the same page (excuse the jargon), here are definitions for the first three terms:
 
Blue-sky thinking: An idea or vision that doesn’t necessarily have a practical application.

Drink our own champagne: Seems to be a very convoluted way of saying a business will use the same product it offers to its customers.
 
Push the Envelope: To go outside of ones comfort zone.

While this may all seem a little pedantic, the truth is that workplace jargon can have a negative effect on your business, precisely because of its lack of substance.
 
What’s the Problem With Jargon?
 
If, like me, you didn’t know what one, or more, of the last phrases meant, well, that’s exactly the problem with workplace jargon. With so many different words and expressions being used in the workplace, and on company websites, it can be very hard for anyone – be it a customer or an employee - to discern exactly what is being said. This lack of clarity has the potential to create all sorts of business problems.
 
Firstly, employees can get so caught up in the use of these words or phrases and the meaning behind them that the fundamental task at hand is forgotten. Take brainstorming as an example. It’s all well and good having a ‘brainstorm,’ but what is the actual purpose of it? Make sure buzz words are at least substantiated with real, clear and easily understood aims. Don’t get caught up in the jargon and loose sight of what’s really important.
 
Secondly, abstract buzzwords tend to lose people’s engagement and can even make them more sceptical about what you are saying. It makes sense. The more phrases used in a meeting or on a website that are complicated, convoluted and rife with jargon the less likely you are to either understand or even continue listening to what is being said.
 
Finally, in HR, especially when dealing with contracts, disciplinary actions and dismissals, language is crucially important. In the worst case scenario, using the wrong language, interacting in the wrong way, or trying to be smart with buzzwords, could land an employer facing an unfair dismissal charge. Especially if the employee has not fully understood why they are being dismissed. In a nutshell, workplace jargon clouds real meaning, and may even be used as a tactic by an employer who is trying to avoid saying things straight. Be on the look out – don’t let people’s workplace jargon pull the wool over your eyes.
 
What Can Be Done? 
 
Workplace jargon can be tough to get around. The most obvious way of overcoming the buzzwords is by ignoring them. However, ignoring can only go so far, because, to a certain degree, employees have to listen in order to do be doing their jobs effectively.
 
Therefore, perhaps the best way to combat workplace jargon is to demand clarity. Do not let workplace jargon get to you, ask questions relentlessly and ensure that goals and tasks are adequately defined. Maybe then, those who use too much workplace jargon will get the picture and cut it out. After all, the less abstract the explanation, the more concrete the action.

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​Zero hour contracts have received a great deal of media attention in both the UK and Ireland recently, and rightly so. While unemployment statistics are often cited and analysed, there is an increasing understanding of the need to look into exactly how people are employed rather than simply whether or not they have a job. It is essential to shed light on different types of contracts that are being issued to employees, not least to ensure that their rights are protected. So, what exactly is a zero hour contract?
 
In a nutshell, zero hour contracts are working arrangements wherein an employee must be available to work for a certain number of hours each week, yet employers do not have any obligation to give any hours to the employee. Employers, particularly those in businesses that experience seasonal highs and lows, tend to use zero hour contracts to increase flexibility and limit their commitment to employees.

While there are fewer employees on zero hour contracts in Ireland, it is estimated that a massive 1.4 million people are working on these contracts in the UK. Many employers have been criticised for taking advantage of employees by using zero hour contracts, as they offer next to no financial security for workers and can make achieving a comfortable work-life balance very difficult. In light of this, the Irish government is proposing a number of changes to the current legislation in Ireland that could impact both employees and employers. In this post I will discuss the current situation regarding zero hour contracts in Ireland, outline the Government’s proposed changes and detail their possible effects on Irish businesses.

The Current Legislation
 
Unlike in the UK, employees in Ireland who are on zero hour contracts are protected by the Organisation of the Working Time Act 1997. There is little more frustrating for an employee than being contractually obliged to work, yet not being given any hours. In order to protect employees on zero hour contracts falling victim to this, Section 18 of the Organisation of the Working Time Act states that an employee in this situation is entitled to be paid for 25% of the hours which they were required to be available for, or 15 hours pay – whichever one is less.
 
This at least ensures that employees on zero hour contracts are guaranteed a pay cheque, regardless of what hours their employer gives, or doesn’t give, them. It is important to note that Section 18 of this act does not cover ‘casual’ workers who are not contractually obliged to accept work from their employer.

What Changes Are Being Proposed?
 
In order to further strengthen protection for zero hour contract workers and boost their entitlements, the Irish government plans to make it illegal to hire an employee on a zero hour contract and give them no hours at all. Furthermore, in the event that a worker is called into work and does not receive the hours expected, they will get a minimum payment of three times the minimum wage or three times the rate stipulated in an Employment Regulation Order.
 
Finally, under the new proposals, employers will have to be much clearer about the terms of employment given to an employee. In fact, employers will be required to provide, in writing, five core terms of employment. This will include outlining how many hours the employer expects an employee to work in a given week.
 
How Will Employees and Employers Be Affected?

Clearly, these proposed changes are positive for employees, giving them increased financial security and more entitlements under zero hour contracts. However, employers must understand that the proposals could mean much more bureaucracy and a greater need for due diligence when it comes to employee management and drawing up contracts. Failure to properly understand and comply with any legislative changes that come into place could put employers at risk of criminal prosecution – all the more reason to keep a close eye on the status of the proposals and react accordingly.

Importantly, zero hour contracts suit certain employees and employers, especially due to their flexible nature. That being said, it is vital that businesses are transparent about the work contracts they are providing and that those contracts meet all legislative requirements. Keeping on top of changes in employment law is part and parcel of running a good, ethical business.
 
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